December 18, 2014
Eight things to keep in mind:
- Remember that simulation experience doesn't replace traditional learning.
- Know your training objectives.
- Check the vendor's reputation and references.
- Make sure that the person providing the experience either maintains or increases the self-esteem of the learners.
- Be concerned about the qualifications of the person who's leading the simulation. If it's a board game, be sure that the leader is in-tune with the direction and culture of your business.
- Evaluate the experience intellectually and behaviorally. Facilitators should conduct evaluations immediately after the experience and then three months later. This will allow you to see if a change really has occurred.
- Understand the needs of your group. If you consider using a simulation or game from an outside source, be sure that you can apply it to your group. You will need to modify the simulation and debrief participants to be sure that the simulation has been useful to your group.
- When you ask for references, take them with a grain of salt. Put them into the context of your work environment. Ask specifically about the vendor's experience, and analyze how it will fit in with the purpose and personalities of your organization.
Personnel Journal, June 1993, Vol. 72, No.6, p. 108.